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7 Misconceptions about Human Resources

{{ excerpt(`<span style='font-size:16px;font-family:"Calibri",sans-serif;'>Many people have watched Toby Flenderson bumble around on NBC’s the Office over the years. I know that anytime I heard “HR” that was my first reaction. Prior to stepping into the HR world, I had many misconceptions about what Human Resources Representatives did and didn’t do. Here are seven misconceptions about HR:</span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#1 HR Departments deal with daily problems, they don’t focus on strategy</strong></span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'>This could not be more wrong. A balanced HR team focuses on being the bridge between employees and the organization. There is a lot of strategy that goes in to that. The lattest predicted trends of Human Resources for 2020 point to more and more HR teams having regular strategy meetings with CEO’s and CFO’s. HR teams are responsible to creating great company culture and maximizing employee retention.</span><div data-empty="true"><strong><br></strong></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#2 HR Managers just hire people</strong></span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'>We can call this one a half truth. HR Managers maintain the entire lifecycle of an employee. Just like Sales nurture and grow leads, HR teams are responsible for nurturing and helping employees reach their maximum potential. Nurturing employees can be the difference between an amazing team and a mediocre one. HR Managers are also responsible for helping employees reach their professional goals. Employee Engagement might be the most important part of HR.</span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#3 HR is responsible for training employees</strong></span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'>This is a tricky one. The answer is yes and no. Some companies have a dedicated talent development team. Others have managers handle the employee training. What is true is that HR is responsible for onboarding employees and creating the ideal employee experience from the beginning. The focus falls on HR reps to make sure each employee is a good fit for company culture.</span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#4 All HR Departments are the same</strong></span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Ridiculous! While we all laugh at the way Michael Scott dominates Toby that is not accurate. Every HR department and team is going to have different initiatives and be structured differently. Each is a unique group of people working closely with employees and management to create the ultimate employee experience. Employee Engagement matters, and that can come in many different ways. Each HR Manager is going to have a different vision and take different actions to implement the goals that they have set.</span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#5 HR can do what they want</strong></span><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'><br>WRONG! Human Resources is a very tricky job. EVERYTHING has to be done according to legal guidelines and rules. HR Binders are no joke and to avoid legal issues HR Teams have to dot every “I” and cross every “t”. There is a lot of paperwork that goes with HR and they are heroes for filling it all out.</span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#6 HR Managers are on an island</strong></span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'>HR Managers should not be left alone, instead they should have a part in the decision making. HR managers need to be aware of all of the goals and decisions made so that they can work effectively within those boundaries. HR managers can play a key role in promoting employee engagement, reducing turnover, and increasing organizational growth.</span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'><strong>#7 HR Managers don’t need help</strong></span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'>HR Managers are very talented people, but they can’t do it all alone. Finding the right resources is key. Most companies have at the very least an HRIS system that helps them track employee information such as W2 forms, other key legal information, and personal information for contacts and daily work information.</span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Quick Review:</span><div data-empty="true"><br></div><span style='font-size:16px;font-family:"Calibri",sans-serif;'>HR Teams are an integral part of a company. They need to work hand in hand with both management and employees to create the appropriate workplace culture. HR teams also need access to the right resources. Some of the best resources and programs to help increase employee engagement are:</span><div data-empty="true"><br></div><ul style='font-size:16px;font-family:"Calibri",sans-serif;'><li>Perks Programs</li><li>Employee Rewards and Benefits</li><li>Peer Recognition&nbsp;</li><li>Employee Feedback</li></ul><span style='font-size:16px;font-family:"Calibri",sans-serif;'>These four pillars are helpful for HR Teams because they are great tools for increasing employee retention and taking pressure off of themselves. Employee Feedback tools help HR Teams understand what is going on with individual employees and easily identify when and where there might be problems within the company culture. By identifying these problems quickly, it is possible to take action early and smooth over any issues. Employee Perks are a great way to help employees feel cared for. This can come in the form of discounts on food, activities, or other products. Peer Recognition is the number one way to make employees feel appreciated at their jobs. Peer to peer recognition is one of the up and coming trends of 2020. Allowing employees to recognize and reward their fellow employees while promoting company goals and values. Employee Rewards come in the form of swag or often time gift cards and help management demonstrate their appreciation to all their employees.</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Nectar HR</span><br><br><span style='font-size:16px;font-family:"Calibri",sans-serif;'>Nectar HR is the first 100% free employee engagement platform providing perks, gift card rewards, feedback, and peer to peer recognition programs in one place. Sign-up at <a href="http://www.nectarhr.com">www.nectarhr.com</a> for free and onboard your whole team in 10 minutes.</span>`) }} ...

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How does lack of Employee Recognition affect employees at work?

{{ excerpt(`<strong><span style='font-size:16px;font-family:"Times New Roman",serif;'>An Absolute Must: Employee Recognition&nbsp;</span></strong><br><span style='font-size:16px;font-family:"Times New Roman",serif;'>To have a successful business, there are many components that lead to having a solid culture. Now, while it is important to have a model and an organizational structure designed for productivity, it is very uncommon for a majority of its manpower to feel appreciated. So, you can have a great idea, feel as though you have all of the answers, and try very hard to get the most out of your employees only to realize that you, being a part of management, have yet to maximize the potential working with you. At the end of the day, you know that more production would make a tremendous difference in your leadership style and in the overall productivity in your department or organization as a whole.<br><br>It would be wise for managers to learn to utilize tools that would increase morale and output simultaneously. It is not unusual for companies to begin to invest in research and development while spending an exorbitant amount of their budgets on wasteful nonsense. Some leaders bring in gurus and teams who guarantee change and improvements with their large binders and useless manuals full of saying the same thing in a different way while not recognizing that there is not one smidge of improvement in morale. <br><br>Most leaders are prematurely wasting large amounts of money on how to improve the culture when a simple solution is staring you right in the face. The simple solution being employee recognition. Employee recognition is a moment in time, planned or otherwise, formally or informally expressing appreciation for a team or individual’s success or behavior that promotes the ideals and values of the company’s that exceeds the norm. Accepting this, we must assess why a company with a quality employee recognition program whose management is serious about recognizing its employees is more productive and efficient than those who restrict their appreciation and whose employees feel as though recognition is nonexistent. <br><br>While it is important to establish a highly respected workplace culture, as a priority, any respected leader must establish peer to peer recognition programs. Surprisingly, around 75% of organizations do have in place some sort of recognition program despite having around 58% of their employees thinking that their respective companies have one in place (Bersin by Deloitte, The State of Employee Recognition, 2012). Overall, it has been confirmed through research that 41% of organizations who utilize peer-to-peer recognition have seen significant increases in customer satisfaction. (SHRM/Globoforce Employee Recognition Survey, 2012).<br><br>Generally speaking, managers have to determine how to track an individual’s performance as to how it is in alignment with corporate objectives. According to the Aberdeen Group, if you can in effectively chart useful interactions and recognition, this would in turn reconcile employee efforts and business objectives that will in turn improve the overall productivity and efficiency of the business. Statistics show of all companies deemed Best-in-Class, 43% have access to measurables on efforts to recognize its employees, compared to 18% of all others.” (Aberdeen Group, The Power of Employee Recognition, 2013). This shows how needed peer recognition programs are and shows how effective they can be.<br><br>Organizations with tactical peer recognition programs reveal around 28.6% lower frustration than those without these programs in place. (SHRM/Globoforce Employee Recognition Survey, 2012). To take it a step further, anybody with good sense would love to be happy at work all of the time. When you have employees that are looking forward to coming to work and feeling appreciated at the same time, the workplace culture is solid! Your peer influencers will keep the workplace culture intact, and the followers will typically yield a minimal amount of unhappiness.<br><br>In reference to budgets, when a company prioritizes peer recognition and allocates 1% or more of overall payroll on employee recognition, 85% of companies see a positive impact on employee engagement (SHRM/Globoforce Employee Recognition Survey, 2012). This statistic is dumbfounding! If this is all that it takes, I am in shock that not more companies make employee recognition a priority. As we have discussed, there are about 75% of companies that have such programs, but you have to wonder why so few employees are aware of the programs. This is very simple to do, and any organization would be negligent to not designate such a small amount of revenue to the workforce especially when it will have such a tremendous impact on the bottom line, not to mention employee morale. <br><br>According to Psychometrics, when using employee feedback tools and asking what could employers do more of to improve employee interaction, 58% responded by giving recognition (A Study of Employee Engagement in the Canadian Workplace 2010). We must acknowledge that being receptive to employee feedback is one the most effective tools in improving overall comradery in any organization. Employees really want to not only feel appreciated, but the acknowledgement of their superiors viewing them as vital does wonders. Employees want to work, but they want to work where they can do more than mere labor. Thy want to contribute in the processes of how they get their jobs done. By recognizing the influencers and supporting the less boisterous, and by that I mean to find a way to recognize your silent workers, you, as a manger will be viewed in high honor by your entire team. <br><br>What works most often are employee perks. Imagine if you were to provide occasional food &amp; snacks; commuter benefits assisting with their transportation; or work-from-home days. Research done by EBRI says that 78% of respondents confirmed that employee benefits are either very or extremely important when deciding to accept a job offer. In fact, it is suggested that a 15% improvement in peer to peer interaction can result in a 2% increase in the overall profit margin. This statistic falls right in line with employee feedback. If you as a manger ever experience a 2% increase in overall profit, it would be imperative to study the impact of employee feedback and share this information and how it impacted the bottom line. <br><br>Hence, agreeing to have 24-hour employee feedback tools available allows your employees to feel that their ideas are welcome to where it will give the feeling of a true partnership. The feeling of being a partner would make anybody take personal ownership and pride in their job. The highly successful managers want this type of employee on their teams and to be included in their organizations. <br><br><strong>Employee Feedback Tools</strong></span><br><span style='font-size:16px;font-family:"Times New Roman",serif;'>Nectar HR has rolled out an intuitive employee feedback system that HR reps can set up in 10 minutes for the entire year. Pulse surveys can send out quick feedback and measure employee metrics quickly as well as employee Net Promotor Scores.<br><br><br><br>Peer Recognition programs are in the best interest of management as in trying to get the most out of their employees. In addition, employee perks definitely help in not only in the hiring decisions of some but also in the retention of others. Peer to peer recognition programs can vary by department, depending on the size of the organization, however, the important point is to have recognition as a mainstay in and across the board. The results show that peer recognition can go a long way. Recognize your employees if you want real results in your business.<br><br><br><br><br></span>`) }} ...

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Why Employee Recognition Matters

{{ excerpt(`Humans have a basic need for affirmation and praise. &nbsp;It makes them feel loved and appreciated. &nbsp;This is true in both their personal and professional lives. &nbsp;Thoughtful, aware, savvy, employers have long understood showing employees you appreciate what they do improves their self confidence, motivates them to do and achieve more and makes them more of an asset to the company. Sam Walton, the founder of Walmart, considers his greatest asset to be his ability to arouse the enthusiasm of his staff by showing his hearty appreciation for what they do by lavishing them with praise.<br><br>Praise, Recognition And Appreciation Matters<br><br>Employee recognition programs results in better employee engagement, makes employees more likely to recognize and acknowledge their peers and superiors' personal and work related achievements and makes them work harder and be more productive. &nbsp;For about 90% of workers, knowing their good work is not going unnoticed it makes them less likely to leave the company. &nbsp; This benefits the company because hiring and training replacement workers is expensive and result in lower productivity until the new worker becomes familiar with their tasks.<br><br>Different Types Of Employee Recognition Programs<br><br>All employees don't need or respond to the same type of recognition. &nbsp;While some enjoy public acknowledgement of their work, others prefer if management and their peers show their appreciation in more private ways. &nbsp;Some company enhance their workplace culture by introducing in-house peer to peer recognition programs and a variety of other types of employee recognition programs. &nbsp;Many companies have instituted an employee perks program designed to reward and motivate their employees and enhance their growth and development.<br><br>The Importance Of Employee Feedback &nbsp;<br><br>Giving and receiving employee feedback helps to develop and enhance a positive workplace culture. &nbsp;When employees consistently receive positive feedback from their peers and supervisors, they tend to become more engaged and productive and less likely to leave the company. &nbsp;Recognition matters. &nbsp;It can amplify their feeling of achievement. &nbsp;Positive feedback can help employees maximize their skills and talents. &nbsp;The key is to employ the right employee feedback tools to motivate employees to work to help both themselves and the organization reach their full potential. &nbsp;<br><br>What Is Employee Recognition<br><br>Employee recognition is offering acknowledgement and praise to employees based on their behavior and achievements. &nbsp; Many organizations use employee recognition as a way to reinforce desired behaviors, express their appreciation for a job well done and to motivate employees to continue to work hard. &nbsp;When it's regular, authentic and deserved, employee recognition can help unlock a worker's full potential. &nbsp;It can move them to put their heart and soul into the preparation, presentation and execution of every project to make it something of which they will be proud. &nbsp;That uplifting feeling that comes with an important accomplishment is multiplied exponentially when the worker's peers and management notice and acknowledge it.<br><br>Benefits Of Authentic Employee Recognition<br><br>Authentic employee recognition provides many important and valuable benefits. &nbsp;It can help to provide a major boost to an employee's morale and help to improve their performance. &nbsp;When companies reward employees for their contributions, it makes them feel more connected to the organization and makes them more willing to put just as much thought, planning and hard work into their next project. &nbsp;A growing number of companies have come to realize that authentic employee recognition can make a significant improvement in employee satisfaction, engagement and retention rates.<br><br>Employee Recognition Serves Many Purposes<br><br>Regularly recognizing employees for their quality work is not only a top driver of employee engagement, for many employees going to work each day in a company where your skills and dedication is recognized, acknowledged and rewarded is awesome. &nbsp;This has led to the growth in the use of employee feedback tools which provide information that can be used to design a more effective employee perks program. &nbsp;By paying attention to employee feedback, organizations will have a clearer understanding of the kind of perks employees want and for which they will routinely put in more time and energy at work.<br><br>Employee Recognition Best Practices<br><br>There are a number of excellent methods and techniques companies can employ to enhance the effectiveness of their use of employee recognition and create a more cohesive, exciting, productive and attractive workplace culture. &nbsp;Three employee recognition best practices include the use of an incentive laden employee recognition program, meaningful peer to peer recognition programs and a good employee perks program based on information gleaned from open and honest feedback from employees. &nbsp;Using these three methodologies separately and in tandem helps to make employees excited to got to work and do their best.<br><br>Results Of Recognition In The Workplace<br><br>When meaningful, authentic, employee recognition is regularly shared in the workplace, it leads to several very desirable results. &nbsp;It showcases personal and professional goal achievement and makes employees feel good about themselves and their workplace. &nbsp;Employee recognition that celebrates employees' strong effort when they go the extra mile helps to create an emotional connection between the employee, their coworkers and the company that fuels the drive for excellence in the workplace. &nbsp;<br><br>The Power Of Positive Recognition<br><br>Positively recognizing the actions and achievements of employees who work hard and do great things reinforces what is important to and valued by the organization. &nbsp;Those recognized and rewarded actions are more likely to be repeated and become part of the company's culture. &nbsp;How that person is recognized makes the gesture even more powerful. &nbsp;Whether it is done publicly or privately, the validation is offered by both peers and higher ups, it's both attributed and anonymous and is given for both a specific behavior or an achievement, it will be deeply appreciated by the employee.<br><br>Some Revealing Statistics<br><br>Employee recognition in the workplace is very important. &nbsp;It stabilizes the workplace and reduces employee turnover. &nbsp;According to the U.S. Bureau of Labor and Statistics, a vast majority of workers who changed jobs cited lack of employee recognition as one of the reasons. &nbsp;Plus, almost 90% of workers who regularly received recognition said they are happier at work. &nbsp;Research shows happy employees tend to be 12% more productive on average. &nbsp;Employee recognition also reduces employee stress and absenteeism. &nbsp;It also leads to less tardiness and fewer sick days. &nbsp;Recognition also leads nearly 90% of employees to trust their bosses. &nbsp;They also work harder, more efficiently and remain in their jobs longer. &nbsp;Workplaces with an employee recognition program tends to attract top employment candidates. &nbsp;It also increases employee engagement by 60%.<br><br>Enhancing Employee Satisfaction Through Recognition<br><br>Authentic, regular, meaningful, employee recognition can improve the culture in any workplace. &nbsp;One way is to encourage employees to nominate other members of the staff for recognition. &nbsp;This motivates them to look for the good in their coworkers and identify the valuable contributions they make to the organization. &nbsp;They can use peer to peer recognition programs and employee feedback tools. &nbsp;A good salary is no longer enough to keep workers happy, motivated and engaged. Employee recognition, praise and rewards are essential to keep them satisfied and help them deliver greater results.<br><br>Recognizing Strong Performance And Great Achievements<br><br>When modern employees regularly receive praise for superior performance, they are happier and more productive. &nbsp;But how you successfully put employee recognition into practice can vary from one workplace to another depending on the employee's personality and the organization's culture. &nbsp;The key is to show employees appreciation all year long to make them feel valued. &nbsp;Make it part of the foundation of your workplace. &nbsp;Don't only do it on National Employee Appreciation Day.`) }} ...

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Glassdoor Rankings: Can they be Manipulated Negatively or Positively?

{{ excerpt(`Companies based on employee reviews have become widely known for their honest insight into the employment experience of many companies. As the site has developed it's ranking system, it has become a valuable tool for potential job applicants to garner an understanding of other workers experiences in the workplace, as well as the expectation of the workplace culture. As such, it is important for businesses to maintain high ratings on the website to ensure that qualified applicants are not discouraged from applying for roles within the company.<br><br>Therefore, the question of the manipulation of these rankings is brought into question. Many companies have been rumored to have manipulated their company's overall ranking in the past, causing the reviews left on the website to be less than truthful. It is important to consider whether these rankings can actually be manipulated - either negatively or positively - and how to address platforms such as this to ensure your company is able to thrive.<br><br><h2>What Is Glassdoor?&nbsp;</h2>Glassdoor is a company that prides themselves on unbiased workplace reviews. The website considers a wide variety of different aspects of the workplace, from company culture, positive and negative attributes, salaries and compensation, as well as the ability for upward growth. Reviews posted on the website come from a wide variety of workers - from individuals who have just started working with the company to individuals who have been working there for quite some time. Furthermore, reviews can be posted by individuals of different positions, giving potential applicants an idea of the expectations and experiences that individuals in a wide variety of different roles have encountered.<br><br>In most cases, the reviews are posted publicly by employees of the company who have been working with the company for more than six months. The website allows each reviewer to provide feedback on the pros and cons of the position, as well as compensation information and their overall assessment of the workplace itself. It also allows for suggestions to management, providing individuals with a platform to express their opinions and desires for the future of the company.<br><br><h2>How Can These Reviews Be Influenced?&nbsp;</h2>Obviously, it is impossible to stop a person from going online and posting a negative review about a company, position, or even policy upheld by a company. However, some companies have been accused, in the past, of manipulating the ranking by encouraging or forcing individuals to leave positive reviews - potentially fraudulent reviews - for the company on the website. In some cases, the incentives for this were monetary rewards or other prizes. In other cases, some HR departments were accused of having made positive reviews a condition of employment or upward movement.<br><br>However, these fraudulent review methods are not the only way that a company's reviews can be manipulated. In fact, there are several perfectly ethical way to manipulate reviews for a company online by utilizing the positive assets a company has to offer and encouraging workers to provide their own feedback and thoughts on the website itself. While this may seem implausible, in many cases, people who are content in their workplaces are more than happy to provide positive feedback for a company on their behalf.<br><br>There are several ways to provide incentives that will either negatively or positively manipulate overall ratings, such as:<br><br><ul><li>Providing a positive workplace experience: workplace experiences are one of the primary factors that manipulate the reviews on a company's review webpage. Workers who felt heard out by their company and who feel as though their workplace cares about them, listen to their needs and understands their struggles are highly likely to leave positive workplace reviews when encouraged by the company.</li><li>Embrace workplace culture: one of the most important aspects of working in a company, according to many people, is feeling as though they are aligned with the workplace culture. While every workplace is apt to have a different take on what workplace culture means, ensuring that your teammates understand the culture of the company itself and are able to see themselves and embrace their personal desires through that culture ensures workers are satisfied with their workplace experience.</li><li>Provide benefits and accommodations to suit the needs of the employees: this is, undeniably, one of the most important factors of ensuring positive reviews. Individuals will often seek out work in environments that will allow for benefits packages that meet and exceed their overall needs. Furthermore, many find it important to know that accommodations are available should they need them. Some individuals, for instance, may occasionally need to work at home or rearrange their schedule based on the needs of family, health, or other concerns. Having a system in place to support individuals, as well as accommodations and benefits for providing quality work will motivate people, ensure that they are performing their best, and encourage positive experiences which will lead to positive reviews.</li></ul><h2>How Can Companies Manipulate Positive Reviews Ethically?&nbsp;</h2>As previously stated, there are a variety of ways to ensure people feel encouraged to leave positive reviews for their company. However, at the end of the day, one of the best ways to make employees feel appreciated, accepted, and acknowledged is through perks and benefits management systems, such as Nectar HR. Nectar HR allows individuals to work with their HR department to receive benefits - such as points for jobs well done that can be cashed in for prizes - as well as acknowledgment and recognition when it is deserved.<br><br>Systems such as Nectar HR have been proven to positively influence overall online reviews. This is due largely to the fact that individuals feel as though their work is recognized, highlighted, and rewarded, making them feel as though their contributions to the workplace are truly appreciated. Teammates who are appreciated are much more likely to leave positive reviews. Furthermore, even those individuals who choose to leave negative reviews are often drowned out by the plethora of positive reviews left by workers who feel as though their company was willing to recognize their hard work and dedication at the end of each day.<br><br>Ultimately, reviews left on Glassdoor can be influenced - however, much of this influencing is left up to the company and their HR department. The way that the company chooses to motivate its people will always reflect on the company's overall reviews - and if the company is willing to listen to the input of their teammates they are often able to succeed in getting positive reviews and being highly regarded as a fantastic company to work for. The utilization of perks management systems provides companies with a platform to help boost morale.<br><br>While this definitely will not guarantee that all reviews left on online are positive, in many cases, it will bring in a plethora of positive reviews. Individuals who feel encouraged and supported by their company will be willing to go out of their way to let other individuals know that the company is worth working for - and this is the best way to ethically influence and manipulate your overall online reviews on web platforms like those previously mentioned, who look for the employee's perspective on the overall workplace.`) }} ...

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Employee Experience Metrics: Key Indicators Your Employees Are Happy At Work

{{ excerpt(`Employee incentive programs are an important way to motivate your workforce and to enhance employee experience. When <a href="https://www.fastcompany.com/3057711/9-common-ways-companies-screw-up-employee-recognition">rewards are set up incorrectly</a>, however, they serve to decrease employee satisfaction and to undermine productivity.<br><br>The underlying assumption of some incentive programs is that organizational efficiency is the same as employee satisfaction. Key performance indicators (KPIs) and agency strategic goals become directly connected to employee satisfaction to produce disastrous (and expensive) consequences.<br><br><h2>Choosing the Right Indicators</h2>Agency leadership may institute a full-blown incentive program without having a more in-depth understanding of the processes that are driving events like absenteeism and lack of participation in team events.<br><br>For example, it is easy to assume that lack of participation indicates dissatisfaction without considering other possible explanations. Discomfort in group settings, lack of information and time constraints are just a few of the circumstances that may keep team members from actively participating in events and discussions.<br><br>Likewise, employees who are satisfied with their job may, nevertheless, sense a lack of opportunity for long-term professional growth. Such individuals may (happily) work in their role until a more challenging position appears and will then (unhappily, perhaps) leave your agency to pursue a better opportunity.<br><br>Metrics like absenteeism, tardiness and staff retention may be more closely connected to departmental processes and organizational efficiency than to employee satisfaction. The success of your incentive program may well hinge on your understanding that every metric often tells only part of the story.<br><br><h2>Agency Scorecard and Employee Experience</h2>The relationship between departmental processes and job satisfaction is not direct and is mediated by some significant intervening factors. Agency practices that are inefficient often lead to employee dissatisfaction and disenfranchisement. Stalemates and bottlenecks that are created by inefficient and unnecessary processes can increase frustration and contribute to a feeling of inertia.<br><br>The absence of timely communication about policies and updates often leads to a disconnect between an employee and his or her team, resulting in a lack of motivation to achieve company agendas. Lack of support for accomplishing professional goals can lead an employee to look elsewhere for an environment that can offer intellectual stimulation.<br><br>You can maximize the effectiveness of your incentive program by engaging your team in discussions about current policies and proposed changes. Asking your team to provide information about agency practices that seem to be inefficient can be an important first step in establishing an incentive structure that really works. Such discussions can be instrumental in removing obstacles that impede employee satisfaction.<br><br><h2>Connecting Incentives to Productivity</h2>While it is important to relate department outcomes to team efforts, performance should also be rewarded at the individual level. An effective way to do this is to embed individual incentives within team goals to provide rewards at both levels.<br><br>This example, which is based on a mythical car dealership, illustrates the process of connecting KPIs to productivity-based incentives.<br><br>KPI: Number of vehicles sold each year<br>Measurable objective: This location will sell 100 vehicles in the month of April.<br>Team goal: Each team will sell 50 vehicles in the month of April.<br>Performance metric: Number of vehicles sold by each team in the month of April<br><br>A dual-reward system ensures that there is continued progress towards company goals and also recognizes high achievers at the individual level. Connecting the agency mission to employee incentives motivates the workforce while also maximizing profits.<br><br><h2>Choosing the Right Incentives</h2>Managers often assume that time off, more money and company picnics are good incentives. They are. The problem is that not everyone experiences reward in the same manner.<br><br>Time off may be a great idea for an employee who can afford to spend the extra week on the beach in the Bahamas. An employee who is financially strapped, however, may begrudge the idea of having an extra week to sit in front of the television or to do work around the house.<br><br><h3>A word about individual differences</h3>The most difficult part of setting up an effective employee incentive program is parting with the assumption that one size fits all. Choosing effective incentives often involves talking with your team about their activities, wishes and dislikes. A potential dialogue might include the following questions.<br><br>1. What do you like to do in your spare time?<br>2. Thinking back as far as you choose to, what is it that you have always wanted to do for a living?<br>3. If money and time were not an issue, what would be your ideal vacation?<br>4. If you did not have to worry about money, what would be your ideal job?<br>5. What activities really relax you? What makes you feel really healthy and on top of things?<br>6. Do you feel you are using your skills in your current job role?<br>7. What other skills would you like to be using more frequently?<br>8. If you could make one change in this company, what would it be? Why? How would you go about it?<br><br>Regular discussions may be incorporated into team meetings, company retreats or employee performance evaluations. In this manner, rewards can be skillfully integrated with each worker's professional development plan and merged with departmental processes.<br><br><h3>Incentives that really motivate</h3>Incentives tend to be most powerful when an employee chooses them. You can use information culled from discussions to develop a menu of incentives from which your team can choose.<br><br>Rewards may be tangible, non-tangible or a mix of both. The best <a href="https://fitsmallbusiness.com/employee-incentive-programs/">selection of rewards</a> might include a menu of different types of items. When an employee earns an incentive, he or she may select their reward from a choice of three or four options that fall within several categories.<br><br><h4>Something to take home</h4>The first category of incentives includes products and items that are mainly for the employee's offsite and personal use. Rewards include event tickets, gift certificates, gift boxes and electronic equipment. Services like club memberships and book subscriptions would also belong in this category if they are for individual use.<br><br>Group incentives in this reward class might include company merchandise like a branded sweatshirt and team events like pizza or ice cream parties. The team manager might be given temporary access to the company credit card, a budget set in stone, and an order to take his or her team to lunch at a restaurant of their choosing.<br><br>Incentives are nearly boundless and limited only by the reach of one's imagination.<br><br><h4>Things that make work easier</h4>Employees may experience frustration due to organizational inefficiency or to the lack of resources that are necessary for them to do their job. Still others have long distances to cover just to get to the office and may have to travel even more while at work if their position calls for it.<br><br>Incentives that make work easier include a computer or smart phone that is assigned to a specific employee for his or her exclusive use during work hours. It may sometimes be possible to let team members choose their work location to achieve a shorter commute. Team members might even choose to telecommute part-time to ease the load of work-related travel.<br><br>The thirty-minute nap can be a great incentive for employees who tend to feel burnt out during the day. Providing access to a special area for napping may be a very effective incentive for some of the workforce and will increase overall satisfaction and alertness to task.<br><br>Incentives can be implemented at the team level and are nearly limitless in scope. For example, a winning team might be given access to a more private meal break area for a week following their successful campaign. In some cases, team members might feel appreciated when given access to showers while at work, especially if their jobs involve contact with dirt or chemicals.<br><br><h4>Rewards that improve work-life balance</h4>Flexible work hours, choice of work schedule, extra time off and improved family leave programs can serve as powerful incentives for some individuals. However, it is important to note that not all lives are created equal.<br><br>Some employees may want more time to spend with family but others might feel intensely rewarded when given opportunities to ride a bicycle or to play video games during work hours. Still others would welcome the chance to leave work to catch a good sale at their local music store, only to return more satisfied after a couple of hours of shopping.<br><br><h4>Financial incentives</h4>Financial rewards are motivating for most people, possibly because they are tangible and immediate. Some of the incentives in this category include merit-based raises, performance-based bonuses, additional matching contributions to retirement funds and savings certificates.<br><br><h2>Conclusion</h2>Offering an array of <a href="http://perknow.com/rewards" rel="noopener noreferrer" target="_blank">incentives</a> frees your work teams from being locked in and lets them choose different rewards at different times. Managers should routinely evaluate the effectiveness of their incentive program and be prepared to change its structure and incentives if the evaluation results indicate it.`) }} ...

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Latest Trends in Employee Experience Management - 2019 Trends

{{ excerpt(`As unfortunate as it is to say, many organizations are still painfully unaware of the necessity of fostering a good employee experience. For many of the ones that are, the way to achieve this remains a mystery. While the profit driven approach of most businesses doesn’t necessarily disregard employees completely, we believe that the internal focus is not where it ought to be as it usually surrounds only the customers.<div data-empty="true"><br></div>To properly align your focus on the employee experience, you must ask yourself what it is that really matters to an employee. You may affectionately refer to this as an employee’s “why.” Why is it that they get up in the morning to prepare for another day at work? What compels them to complete the tasks that are required of them? Is it a sense of self preservation that deems the occupation as a necessity for survival? We’re sure that’s a part of it, however, does it account for the entirety of the reason?<div data-empty="true"><br></div>These are the kind of considerations you must make as your staff complement is your most valuable resource. Financial compensation is a form of motivation to employees, but what if there were a way to ensure that it is not the only one?<div data-empty="true"><br></div>Imagine your staff being excited to work simply because of a level of pride and fulfillment that comes with doing so. That’s the result of creating a good experience for employees, and you need to know where to direct your efforts in order to do so.<h2><span style="font-size: 18px;">The Area of Focus</span></h2>Trust us, the focus needs to be squarely on the employees for this entire process to work. Customers and employees are two different groups of individuals with different interests. Furthermore, the business means two different things to both groups. Customers are simply doing one or more transactions with you, while employees have a more long-term stake in the business and a closer relationship with employers. Furthermore, considering employees provide your business offerings, we are quite certain it is a good idea for you to focus on them. Why? Here’s why.<div data-empty="true"><br></div>According to a 2019 study that incorporated employees from various organizations, over 80 percent of employees view the concept of the experience of being an employee as one of the most important concepts for development in the world of work. In fact, businesses who managed to get it right displayed twice the level of customer satisfaction and twice the level of innovation of those who didn’t. Engaged employees are self-motivated to perform well as they are personally invested in task at hand. Work needs mean something to your employees and be more than a set of assigned tasks. It needs to be a platform for growth, development, and autonomy. While the staff contributes to the business, it also needs to feel as if the business is contributing to the workforce as individuals.<div data-empty="true"><br></div>There must be an organization wide shift in focus to one where the employee is at the center to get this right. The usual HR responsibilities of helping to foster a work/life balance and providing perks or rewards at employees are good initiatives, however, those incentives address the work aspect of a job. Are you aware of the fact that there is also a human aspect?<div data-empty="true"><br></div>There needs to be a holistic approach in which human elements get increased focus in order to create a sense of purpose and meaning in work. This means paying increased attention to the staff as people as opposed to simply employees. What tendencies do they have? What are their strengths? What are their psychological needs? How can these be brought together in order to ensure that the work environment and the way the individual works have compatibility? When these questions are answered correctly it molds the job around the person doing it as their emotional needs, their social needs, their physiological needs, and physical needs are being met, which allows the job to fit like a glove. This results in a conscious decision by employees to become invested in their jobs and the company’s culture and needs, which leads to better output. This is known as a bottom-up approach and it tends to work well as it focuses on the employees as opposed to a top-down approach that uses techniques that management thinks are good for the employees.<h2><span style="font-size: 18px;">How Nectar HR Can Help</span></h2>As stated before, there are a few elements that come together in order to create satisfactory job satisfaction. These are the work-oriented ones such as perks and rewards, in addition to the human needs of the employees. You must understand that the only way to gain insight into said human needs is to get it from the people who have these needs. Nectar is an employee experience platform that aims to combine these factors into a single solution.&nbsp;<div data-empty="true"><br></div>As far as the work-oriented side is concerned, the system allows you to set up perks for your employees such as gym membership discounts, travel discounts, wellness products, and more. Furthermore, there is a built-in recognition system that allows for instantaneous rewarding using a digital platform.<div data-empty="true"><br></div>There is also the individual side of the equation, which Nectar also has covered. The platform empowers you to allow employees to have a guiding hand in business developments and in the way that they work. This all begins with the ability to capture insights from your staff. These allow you to better understand your employees, establish cultural objectives, and use the gathered information to adjust in order to increase employee engagement.<div data-empty="true"><br></div><div data-empty="true">Nectar allows you to improve job satisfaction by creating a culture in which the workforce is the center of focus. They can be heard, feel appreciated, and feel as if they have a hand in organizational development. This creates a true sense of happiness and motivation unrelated to salary compensation and drives employees to be more productive as a result of engagement.<div data-empty="true"><br></div>The platform is scalable and so once you continue to be invested in your employees, the experience remains consistent regardless of changes in workforce size.</div>`) }} ...

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